BernadetteÌýStewart

  • Assistant Dean of Administration
  • Appointing Authority
  • ASSISTANT DEANS
  • PERSONNEL ADMINISTRATION
Address

Old Main, Room 2-51

Personnel Administration, Director of Personnel

Responsibilities:

  • Director of Personnel
    • Collaborate with the College of Arts and Sciences personnel managers and assistants, and set priorities
      • Identify process improvement opportunities
      • Support partnerships with campus stakeholders, in conjunction with college leadership
      • Allocate resources to implement change
    • Enforces University and College policies
  • Appointing Authority (for all university and classified staff in the College of Arts and Sciences)
    • Define positions
      • Works with the American Society for Public Administration (ASPA)'s Human Resource Manager to identify positions for redefinition
      • Approve positions once reviewed by ASPA Human ResourceÌýManager and campus human resources
    • Approves hiring
      • Reviews and approves classified and university staff Action Authorization/Memorandum of Understanding forms
      • Reviews and approves classified staff offer letters
    • Administers corrective/disciplinary action
      • Investigates complaint by conducting meetings with necessary stakeholders and collecting relevant documentation
      • Determines action
      • Drafts action
      • Issues action to necessary stakeholders
    • Determines work hours including meal periods and breaks
      • Sets expectation regarding work hours and meal periods and breaks in conjunction with college deans
    • Identifies positions to be created or abolished
      • Reviews department positions and consults deans about department "full-time employee" allocation
      • Initiates position creation by working with human resource manager to start paperwork
      • Initiates abolishment via layoff and/or reorganization process
    • Assigns employees to positions
      • Appoints employees to positions as needed
    • Evaluates performance
      • Assists department supervisors with setting and articulating expectations
      • Reviews and approves performance plans and evaluations
    • Communicates requirements and rights under state personnel board rules
  • Organizational Development & Succession Planning
    • Conducts organizational analysis, which involves collaboration with departments, and college and campus stakeholders
    • Initiates "full-time employee" reallocation by working with human resource manager to complete paperwork
  • Compensation
    • Initiates compression analysis and makes budget requests to address compression
    • Approves/Denies permanent classified and university staff salary requests
    • Approves/Denies temporary classified and university staff salary requests
  • Leave
    • Clarifies and communicates university and classified staff leave policy and procedures to employees
    • Administers Family and Medical Leave paperwork (Employee Rights and Responsibilities, Medical Certification, Fitness-to-Return, and Designation) by completing paperwork for classified staff
    • Advises departments on administering Family and Medical Leave paperwork (Employee Rights and Responsibilities, Medical Certification, Fitness-to-Return, and Designation) for university staff
    • FacilitatesÌý"Americans with DisabilitiesÌýAct" recommendation implementation with department manager for classified and university staff
    • Approves bereavement leave and administrative leave for university and classified staff
      • Staff request approval from Appointing Authority.Ìý Once approval is given leave is recorded in My.Leave for supervisor notification and timesheet approval.
  • Resignation & Retirement
    • Approves and accepts resignations
    • Initiates close out protocol with employee, supervisor, human resources,ÌýHuman Resources Service Center, and Dean’s Office
      • Protocol includes informing the College of Arts and Sciences' Human ResourceÌýManager of vacancy for position review or fill initiation
  • Consulting
    • Identify service gaps and then engage necessary stakeholders to resolve
    • Ad hoc consulting on campus initiatives, college strategies, and human recourseÌýprojects
    • Advises department chairs and directors on all of the above
    • Works with employees to resolve conflicts, by identifying resources